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Archive for the Employment Law Category

Question 3 – The five most common HR questions we’re asked.

Question 3 of our 5 part series is: I am conducting a disciplinary but the employee is unable to attend what can I do? Try and avoid seeing the employees’ inability to attend as an admission of guilt in the circumstances.   The employee may have valid reasons for not attending the hearing; examples could include illness, lack of availability of their chosen companion, needing more time to prepare etc. I have known a number of occasions when an employee has taken sick leave for work-related stress; particularly when facing a disciplinary for gross misconduct. It is here that an employee […]

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Question 1 – The five most common HR questions we’re asked.

This is the first in a 5 part series of the most common questions we’re asked here at ADD HR Solutions. I have an employee who is not doing what I want them to do can I get rid of them? The answer is dependent on a number of things. How long have they been employed? If under 2 years there is no risk to the company of an unfair dismissal claim at an Employment Tribunal. Are they still in a probation period and if so you may want to extend the probation period or end their employment? Caution should […]

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TUPE or not to TUPE

When a business transfers its undertaking from one organisation to another such as selling one business to another, insourcing or outsourcing a business activity, change in provider of a service then the Transfer of Undertakings (Protection of Employment) Regulations 2006 may apply. These Regulations provide that any employees assigned to the undertaking should transfer from the organisation losing the work (the transferor) to the organisation gaining the work (the transferee) with their terms and conditions of employment intact and with full continuity of employment. There are a number of reasons why an employer may want to dismiss employees within the […]

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